BEGIN:VCALENDAR VERSION:2.0 PRODID:icalendar-ruby CALSCALE:GREGORIAN BEGIN:VEVENT DTSTAMP:20240329T143216Z UID:5812e7cf-cdb5-4bbf-be17-f7dfe97fc2e0 DTSTART:20210504T073000 DTEND:20210505T073000 CLASS:PRIVATE DESCRIPTION:
On-Site Seminar:
\nBirm
ingham (Hoover)\, Alabama | Thursday\, May 3\, 2021
\nMorning Focus:
Master FMLA Essentials to Make Sure Your Knowledge Foundation is Up to Dat
e \;
\nAfternoon Focus: FMLA Compliance Scenarios and Case Studie
s for Real-World Application
Lunch is included with your registr ation!
\n\nThink employee leave management is a one-time policy issu e? Be careful! New and confusing regulations\, conflicting court decisions \, and increasing employee abuse of FMLA protections means family and medi cal leave will remain one of HR&rsquo\;s biggest management headaches.
\n\nTo help you master your obligations and avoid costly penalties\, th e publisher of Alabama Employment Law Letter has crafted a cost-effective and engaging solution: 2021 FMLA Master Class: Alabama - Advanced Skills f or Employee Leave Management. This intensive day-long workshop provides th e comprehensive knowledge you need to master real-life issues. An experien ced Alabama attorney will provide substantive instruction on FMLA complian ce in light of new and existing regulations\, court rulings\, and applicat ion of this far-reaching law. You&rsquo\;ll engage with your instructor an d your peers\, solving challenges you face day in and day out concerning i ntermittent leave\, return to work\, employee performance\, and much more.
\n\nThis event teaches employee leave management essentials while i nstilling the confidence you need to make the right coverage calls\, contr ol abuse and fraud\, answer the toughest questions from employees and your executive colleagues\, and avoid the expensive missteps that have devasta ted other employers.
\n\nYou&rsquo\;ll enhance your advanced-practit ioner skill set when you attend this satisfaction-guaranteed event and lea rn:
\n\nHow to judge a serious health condition the way judges do\,
and eliminate disputes about what does and doesn&rsquo\;t constitute it&nb
sp\;
\nThe latest FMLA revisions\, so you don&rsquo\;t risk noncompli
ance \;
\nWhat recent FMLA court decisions really mean\, so you c
an adjust your policies accordingly \;
\nWhere FMLA recordkeeping
trips up even the savviest human resource managers\, and some solutions t
o avoid similar mistakes \;
\nHow to tame the intermittent leave
and reduced schedule beasts\, and put a stop to abuse and fraud \;
\nHow FMLA\, ADA\, and workers&rsquo\; comp laws overlap\, so you can av
oid violations \;
\nAnd more!
"\;When an employer r outinely disregards the FMLA rights of its workers\, whole families can be harmed. We will continue to use all enforcement tools at our disposal to uphold FMLA protections for workers and make sure that all employers opera te in compliance with the law."\;
\n\n&ndash\; Wayne Kotowski\, Wage &\; Hour Division\, U.S. Department of Justice
\n\nM
aster Class Agenda
\nRegistration \;
\n7:30 a.m.&nd
ash\;8:30 a.m.
Part I&mdash\;Mastering FMLA Fundamentals
\n\nFMLA Eligibility: Granting Leave When It&rsquo\;s Due and Getting It Ri
ght \;
\n8:30 a.m.&ndash\;9:00 a.m.
\nCould you be missing c
ritical first steps in managing FMLA leave&mdash\;determining employee eli
gibility? A defined\, consistent process helps you not only deny leave whe
n employees don&rsquo\;t qualify\, you&rsquo\;ll grant leave for a period
that is reasonable and necessary when they do. In this opening session\, g
ain new insights on eligibility determinations and recent trends and devel
opments affecting leave. You&rsquo\;ll be armed to adjust policies and pra
ctices in 2021 to ensure compliance with the changing regulatory\, legal\,
and practical landscape. You&rsquo\;ll learn:
How to determine
FMLA eligibility quickly and easily
\nHow the FMLA rules and related
court decisions define who qualifies as a covered family member
\nHow
to coordinate leave for workers caring for adult children
\nRules re
lated to determining in loco parentis status
\nHow to coordinate stat
e and federal leave when definitions of &ldquo\;covered family member&rdqu
o\; differ
Managing Serious Health Conditions and Medical Certif
ications \;
\n9:00 a.m.&ndash\;10:00 a.m.
\nAt the heart of
many FMLA leave requests is the serious health condition. The regulations
do offer some guidance and allow you to require medical certification\, ye
t there are a multitude of reasons for needing time off. Assessing those r
easons requires keen judgment\, and this session will show you how to make
the right call. You&rsquo\;ll learn about:
Illnesses and injuri
es that may be serious health conditions -- even though the regulations sa
y they generally aren&rsquo\;t
\nHow many health conditions it takes
to be &ldquo\;serious&rdquo\;
\nWhat to do if a medical certification
is incomplete or unclear
\nYour options if an employee or doctor doe
sn&rsquo\;t cooperate with obtaining the required certifications
\nWh
en you may require employees to provide recertification of a serious healt
h condition
\nThe &ldquo\;do&rsquo\;s and don&rsquo\;ts&rdquo\; of re
turn-to-work certifications
Break \;
\n10:00 a.m.&ndash
\;10:15 a.m.
Meeting FMLA Deadlines: Notification\, Curbing Abus
e\, and Preventing Claims \;
\n10:15 a.m.&ndash\;11:00 a.m.
\nFMLA is ruled by deadlines for giving and receiving information\, for me
asuring how much leave has been taken\, and for determining how much leave
employees have remaining in a given year. A good grasp of timing rules&md
ash\;and learning how to monitor other key areas of FMLA usage&mdash\;can
help you prevent abuse of FMLA entitlements and fend off litigation. This
session covers:
How to give the four kinds of FMLA notices&mdash
\;on time and on point
\nWhat to do if an employee refuses FMLA desig
nation
\nSelecting the best type of FMLA leave year for your organiza
tion
\nCounting holidays that fall during leave
\nRules regardin
g &ldquo\;making up&rdquo\; FMLA leave
\nHandling suspected FMLA abus
e without running afoul of the law
\nHow to manage employee leave wit
hout risking claims of interference
\nHow to legally discharge employ
ees who are on or just returned from FMLA leave
Mastering Tough
FMLA Issues \;
\n11:00 a.m.&ndash\;12:15 p.m.
\nIt&rsquo\;s
one thing to understand FMLA rules\, but another thing entirely to apply t
hem in the real world. For example\, intermittent leave seems pretty strai
ghtforward\, but what about temporary light-duty positions and fluctuating
work schedules? Reinstatement after leave? How do you handle an investiga
tion by DOL? This session will show you:
How to manage intermitt
ent and reduced schedule leave
\nHow to handle leave duration
\n
How to calculate leave for fluctuating work schedules
\nRules on subs
titution of various types of paid leave for FMLA leave
\nWhen employe
es have job reinstatement rights and when they do not
\nTips on how t
o effectively manage an FMLA investigation by the DOL
Networking
Power Lunch (included with your registration) \;
\n12:15 p.m.&nd
ash\;1:15 p.m.
All Together Now: Coordinating FMLA with ADA\, Wo
rkers&rsquo\; Comp\, and State Family Leave Laws \;
\n1:15 p.m.&n
dash\;2:30 p.m.
\nFMLA seems pretty comprehensive\, but it&rsquo\;s n
ot the only law that applies when employees need time off for their own se
rious health condition\, to care for a family member\, or for other reason
s. You need to know when other laws create different obligations&mdash\;an
d how their requirements work in tandem with FMLA. In this session we&rsqu
o\;ll cover:
How FMLA and ADA interact
\nWhy FMLA serious h
ealth conditions are more likely to qualify as disabilities under the ADAA
A
\nWhen you should offer leave as a reasonable accommodation under t
he ADA\, including a discussion of ADA leave cases and agency guidance
\nHow to offer accommodations other than leave without violating FMLA
\nWhen you can require employees to take FMLA leave concurrently with w
orkers&rsquo\; comp leave
\nRecent developments in state leave laws\,
including paid sick leave\, family leave\, pregnancy accommodation\, and
other trends
Break
\n2:30 p.m.&ndash\; 2:45 p.m.
\nPart II&mdash\;Intensive Workshop Addressing the Real-Life Applica
tion of FMLA Rules\, DOL Regulations\, and Court Rulings
Applyin
g Your Knowledge
\n2:45 p.m.&ndash\;4:00 p.m. \;
\nIn this h
ighly interactive portion of the FMLA Master Class\, your faculty of labor
and employment attorneys will walk you through a series of scenarios illu
strating real-life FMLA issues that stump even the most seasoned of HR pra
ctitioners. You&rsquo\;ll discuss case-studies with the lawyers and fellow
attendees to determine the correct course of action\, based on the facts
and FMLA compliance principles.
Recent court rulings\, long-stan ding precedent\, DOL interpretations\, opinion letters\, and regulations&m dash\;as well as the trainers&rsquo\; own experiences in advising clients& mdash\;are interwoven into this engaging afternoon workshop to provide act ionable guidance on tricky FMLA challenges facing HR and employers in 2021 . We&rsquo\;ll dive deep into:
\n\n1. Medical certifications and wha t to do when:
\n\nCertification submitted by employee is not suffici
ent
\nEmployee does not return the certification
\nEmployee refu
ses to update the certification if need for leave changes
\nEmployee
does not submit fitness-for-duty certification at end of leave
2 . Intermittent leave
\n\nCertification of need for intermittent leav
e
\nSpecific information on when leave is needed\, expected frequency
and duration
\nWhat to do if an employee uses more leave than expect
ed
\nAbuse of intermittent leave (Mondays and Fridays\, before and af
ter holidays)
3. Reduced schedule leave
\n\nCertification
and specific information on reduced hours\, expected duration
\nUpdat
ing certification
\nTracking leave time
4. FMLA during holi days and shutdowns
\n\nHow to count FMLA leave during holidays
\nAdministering FMLA leave during extended plant or office shutdowns
\nDetermining whether an employee on FMLA leave during holidays is entitle
d to holiday pay
5. Addressing performance issues that arise pri or to the request for leave
\n\nWhat to do when an employee requests
FMLA leave in the midst of the disciplinary process or just before discip
line or termination steps are taken
\nAddressing performance issues t
hat arise during intermittent or reduced schedule leave
\nAddressing
performance issues discovered while an employee is on leave
\nReducti
ons in force while employee is on FMLA leave
6. Return to work&m dash\;what to do if an employee is:
\n\nNot able to return to work a
t end of leave (ADA considerations)
\nCleared to return to work with
restrictions
\nTemporarily unable to perform essential functions
\nUnable to perform essential functions in the long-term
Final
Questions and Closing \;
\n4:00 p.m.&ndash\;4:30 p.m.
\nHave
lingering questions about points raised during this intensive FMLA worksh
op or want to revisit a fundamental concept or two from earlier in the day
? Take advantage of this opportunity to get clarification from the attorne
ys before you wrap up for the day.
SPEAKER
\ n\n\n\n
Elizabeth Dar
by Rehm \;
\nAttorney with The Kullman Firm
A native of Mobile\, Elizabeth Rehm has practiced law since 1994\, representing manag ement in all areas of labor and employment law\, including representation of private and public employers in lawsuits involving labor and employment claims advanced under federal and state laws. She has represented employe rs in all aspects of management-union relations\, including: negotiations\ , union representation and decertification election campaigns\; arbitratio n of grievances\; unfair labor practice claims\; and preparation of strike contingency plans. She also has represented employers in administrative p roceedings before state and federal agencies\, including the EEOC\, the NL RB\, and the DOL Wage-Hour Administration. She drafts employment policies and procedures\, employment applications\, background check disclosure and consent agreements\, employee handbooks\, and employment contracts (e.g.\ , non-compete agreements and trade secret agreements). In addition\, she c ounsels and trains employers in all aspects of labor and employment law to help avoid claims arising from day-to-day employment decisions\, as well as significant decisions such as reductions in force.
\n\nMs. Rehm i s a contributing editor to The Developing Labor Law\, a publication of the American Bar Association\, Labor and Employment Section\, and has been re cognized in Best Lawyers in America in the areas of Litigation-Labor and E mployment and Labor and Employment-Management. She is also a member of the Mobile Society for Human Resource Management and Baldwin County Society f or Human Resource Management and frequently lectures on employment issues.
\n\nPlease contact the event manager Marilyn (marilyn.b.turner(at)n
yeventslist.com ) below for: \;
\n- Multiple participant discount
s \;
\n- Price quotations or visa invitation letters \;
\n- Payment by alternate channels (PayPal\, check\, Western Union\, wire t
ransfers etc) \;
\n- Event sponsorship \;
\n
\nNO R
EFUNDS ALLOWED ON REGISTRATIONS \;
\nPrices may go up any time. S
ervice fees included in pricing. \;
\n---------------------------
-------------------------------------- \;
\nThis event is brought
to you by: \;
\nBusiness &\; Legal Resources - NewYorkEventsL
ist \;
\nhttp://www.NyEventsList.com \;
\nhttp://www.Bos
tonEventsList.com \;
\nhttp://www.SFBayEventsList.com \;
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\n SUMMARY:2021 FMLA Master Class: Alabama Advanced Skills for Employee Leave Management BEGIN:VALARM ACTION:DISPLAY TRIGGER:-PT1H SUMMARY:2021 FMLA Master Class: Alabama Advanced Skills for Employee Leave Management END:VALARM END:VEVENT END:VCALENDAR